Problematic transitions from school to employment: freeters and NEETs in Japan and Germany

Pilz, Matthias; Schmidt-Altmann, Kirsten; Eswein, Mikiko

doi:10.1080/03057925.2013.835193

Cited by 9 publications

(4 citation statements)

References 16 publications

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“…Zielenziger ( 2006 ) has suggested that this is a cultural syndrome specific to the Japanese context, since the number of Hikikomori (about 1.2% of the population; Koyama et al, 2010 ) in Japanese society is not insignificant. However, some researchers have reported cases of NEETs or Hikikomori in other countries such as the UK, Korea, Italy, Spain, and France (Kato et al, 2012 ; Pilz et al, 2013 ), although the prevalence and average length of withdrawal are not fully known in these other countries.…”

Section: Neet and Hikikomori And Psychological Spectramentioning

confidence: 99%

The NEET and Hikikomori spectrum: Assessing the risks and consequences of becoming culturally marginalized

2015

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An increasing number of young people are becoming socially and economically marginalized in Japan under economic stagnation and pressures to be more globally competitive in a post-industrial economy. The phenomena of NEET/Hikikomori (occupational/social withdrawal) have attracted global attention in recent years. Though the behavioral symptoms of NEET and Hikikomori can be differentiated, some commonalities in psychological features can be found. Specifically, we believe that both NEET and Hikikomori show psychological tendencies that deviate from those governed by mainstream cultural attitudes, values, and behaviors, with the difference between NEET and Hikikomori being largely a matter of degree. In this study, we developed a NEET-Hikikomori Risk Factors (NHR) scale that treats NEET/Hikikomori not as a set of distinct diagnoses, but as a spectrum of psychological tendencies associated with the risk of being marginalized in society. Based on this idea, we identified three related risk factors in our NHR spectrum scale: (1) Freeter lifestyle preference, which in Japan refers to the tendency to consciously choose to not work despite job availabilities, (2) a lack of self-competence, and (3) having unclear ambitions for the future (Study 1). Study 2 investigated and confirmed the validity of the scale by examining NHR differences between occupational groups. The results suggested that NHR is related to psychological tendencies common in the marginalized segments of society. The relationship between these psychological tendencies and actually becoming marginalized across cultures is discussed.

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Section: Neet and Hikikomori And Psychological Spectramentioning

confidence: 99%

The NEET and Hikikomori spectrum: Assessing the risks and consequences of becoming culturally marginalized

2015

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“…None of these companies is carrying out initial vocational training activities. The HR managers interviewed justified this on the grounds that the Japanese education system does not have an appropriate institutional framework to enable companies to provide systematic initial training, let alone to adopt the German dual training system as a model (Pilz et al, 2015). The main factors here, according to the interviewees, were the absence of infrastructure for cooperation between schools and companies and the high cost of using skilled trainers.…”

Section: German Companies In Japanmentioning

confidence: 99%

Training Patterns of German Companies in India, China, Japan and the USA: What Really Works?

Pilz

2016

IJRVET

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The transfer of vocational education and training (VET) systems is currently the subject of lively international debate, but there has so far been very little documentation of the process or analysis of how such transfers are achieved in practical terms. This paper therefore considers the potential for transferring Germany's dual vocational training system to German subsidiaries abroad, specifically in China, India, Japan and the USA. Using the EPRG typology as a theoretical framework, the paper systematises the range of training strategies deployed by German subsidiaries. It analyses the findings of interviews with training officers and Directors of Human Resources in more than 40 German subsidiaries abroad. These interviews show clearly that local factors in the host country exert such a strong influence that it is not possible completely to transfer the German VET system to another country. What is more likely is that an accommodation is reached with local VET structures, local labour market conditions and other socio-cultural features. The findings suggest that policy borrowing in the area of VET is likely to be only partial and will be strongly influenced by the national characteristics of the host country.

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“…Solga et al (2014:7) note that this outcome is related to the nature of the German occupational labour market in which "access to jobs is highly structured by occupational certificates". It means that there is a close link between specialised training and an individual's employed area (Pilz et al, 2015). This link is strengthened by the Berufskonzept, "a concept of employment and training based on the structural integrity, uniformity and systematic nature of the skills development process" (ibid, 81).…”

Section: Figure 2 Percentage Of 25-34 Year-olds Whose Highest Level Of Education Is Uppersecondary or Post-secondary Non-tertiary By Progmentioning

confidence: 99%

Ulusal Beceri Sistemleri: Almanya, Japonya ve Türkiye’nin Mesleki Eğitim Sisteminin Karşılaştırmalı Analizi

Taşlı¹

2018

OPUS Uluslararası Toplum Araştırmaları Dergisi

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Having different institutional contexts (e.g. economy, society and culture), countries follow different skill regimes to prepare their people for the labour market. A rich body of literature examines the different characteristics of countries' skill regimes. Drawing on the related literature, this paper introduces varieties of skill regimes in a classification of countries' different approaches in shaping their skill systems. This is to capture the specifics of institutional variety that shapes differences in an economic organisation including skill development. The paper focuses on examining the characteristics of the vocational education and training (VET) systems in three countries: Germany, Japan, and Turkey. It compares the systems in these countries according to several themes including governance and financing of VET, skill specificity, and status of the VET system. The paper shows that three countries represent three different types of skill regimes. In Germany, VET performs in a consensus-led approach that entails coordination and cooperation of all social partners while shaping the VET system. Japan, on the other hand, has a firm-based VET system that depends on firms' specific and different strategies in training and employing individuals. Despite sharing some similar characteristics with these two countries, Turkey is categorised as having a state-led VET system in which the state plays a dominant role in shaping the system.

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Problematic transitions from school to employment: freeters and NEETs in Japan and Germany

Cited by 9 publications

References 16 publications

The NEET and Hikikomori spectrum: Assessing the risks and consequences of becoming culturally marginalized

The NEET and Hikikomori spectrum: Assessing the risks and consequences of becoming culturally marginalized

Training Patterns of German Companies in India, China, Japan and the USA: What Really Works?

Ulusal Beceri Sistemleri: Almanya, Japonya ve Türkiye’nin Mesleki Eğitim Sisteminin Karşılaştırmalı Analizi

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